Nowadays most approaches to dealing with burnout have a psychological orientation, and thus consist of training employees to cope with the stress and frustration which are associated with their jobs. Such a strategy, however, ignores the organizational and managerial factors which may be causing this problem. Accordingly, this paper focuses on the sociological side of burnout and suggests structural changes which improve the work environment of an organization. This type of proactive solution allows for the conditions to be established which foster both efficiency and growth on the pan of employees.